How to Answer: “What is Your Current CTC and Expected CTC?” – The Smart Way (With Sample Answers)

When HR calls you for a telephonic interview, one question is almost guaranteed:

👉 “What is your current CTC?”
👉 “What CTC are you expecting?”

It sounds like a simple question, but surprisingly 80% of candidates handle it incorrectly, which leads to their profile being kept on hold—and they never get a call back.

In this blog, we will break down:
✓ The common mistakes
✓ Why those mistakes happen
✓ How HR actually evaluates your answer
✓ The smartest way to answer
✓ Two sample answers you can copy
✓ A pro tip directly from an HR perspective

⭐ Mistake #1: Asking for a Very High Hike (50–60%)

Example of a wrong answer

HR: “What is your expected CTC?”
Candidate: “I’m expecting around 14 LPA. Currently I’m on 9 LPA.”

HR thinking:

“60% hike? Too high. Budget issue. Put profile on hold.”

This is one of the most damaging mistakes.
When you ask for a very high increase upfront, HR assumes:

• You are money-focused

• You are not aligned with company role/responsibilities

• You might reject the offer later

• You are out of budget

Result → Profile on hold. No callback.

⭐ Mistake #2: Giving the Standard 20–30% Hike Answer

This reply is heard by HR from 8 out of 10 candidates:

“I am expecting a 20–30% hike.”

This looks simple, but it has a hidden problem:
It feels generic, non-strategic, and makes HR think:

“This candidate can probably join even at 10–15% hike. Offer the minimum.”

Result → Minimum package offered.

⭐ The Real Problem: Quoting Too High OR Too Low

Both extremes hurt you:

❌ Too High → “Out of Budget”

Your application is kept aside.

❌ Too Low → You get the lowest offer

You lose negotiation power.

So the answer needs to be balanced, smart, and flexible.

⭐ The Best Way to Answer: Ask for the Salary Range First

When HR asks for your expected CTC, the best first reply is:

“Thank you for asking. May I know the salary range you have budgeted for this position?”

This shows:

• Confidence

• Professionalism

• Negotiation skill

• Awareness of market standards

Even HR appreciates candidates who ask smart questions respectfully.

⭐ If HR Still Insists on a Number…

Give a realistic, flexible range, not a fixed number.

Example:

“Based on my skills and the responsibilities of this role, I’m expecting 16–18 LPA including variables.
I’m also open to discussions depending on growth opportunities, role clarity, and overall benefits.”

This answer tells HR:

✔ You know your value
✔ You’re flexible
✔ You’re not desperate
✔ You care about growth, not just salary

This increases your chances of moving to the next interview round.

⭐ Two Perfect Sample Answers You Can Copy

Use whichever one fits your style.

✅ Sample Answer 1 (Confident + Flexible)

HR: “What is your expected CTC?”

You:

“Thank you for asking. I would first like to understand the salary range allocated for this role.
If I talk about my expectations, I’m looking at 16–18 LPA, including variables.
I’m also open to discussing it further based on role clarity, responsibilities, and growth opportunities. I’m confident that my skills will add strong value to this position.”

✅ Sample Answer 2 (Professional + Smart Negotiation)

HR: “What is your expected CTC?”

You:

“Sure, before quoting a figure, I would like to understand the company’s budget for this position.
However, based on my experience and market standards, I’m expecting something in the range of 16–18 LPA.
I’m flexible and open to discussion depending on learning opportunities, team structure, and additional benefits the company offers.”

Both answers sound confident, balanced, and professional — exactly what HR looks for.

⭐ Additional Points to Strengthen Your Answer

You can also mention:

✔ Your contributions

“My past performance has directly contributed to improved productivity/revenue, so I believe this range reflects my value.”

✔ Your upskilling

"I have upgraded my skills in XYZ areas, which aligns well with your job description."

✔ Your long-term mindset

"I am looking for stable growth and long-term contribution, not just a salary hike."

These points show that your concern is value + growth, not just money.

⭐ Pro Tip From HR

Ask the salary range only once and politely.
If HR doesn’t want to reveal it, don’t force them.

Why?

Because many times, HR has the power to break the budget for the right candidate.
Your calm and balanced answer helps them support you during the final negotiation.

Conclusion

Handling the CTC question is a negotiation skill.
Quoting too high or too low harms you.
The smartest approach is:

1. Ask for the salary range

2. Give a flexible range

3. Connect expectations with role, responsibilities, and growth

4. Show confidence, not desperation

Use the two sample answers provided — they work in telephonic interviews, HR rounds, and even final discussions.